Comparing Evil in The Elephant Man, Romeo and Juliet, and Let the Circl

Comparing the Evil Exposed in Christine Sparks The Elephant Man, William Shakespeares Romeo and Juliet, and Mildred Taylors Let the Circle Be Unbroken Evil is the underlying element in the life of a living creature. This quotation, by Ray V. Sjorvek, expresses the idea that only living creatures contain a certain degree of loathsomeness inside themselves. In literature, protagonists usually express their sinister sides through words or actions when trying to prove the point that ones hidden emotions cannot be concealed. Authors generally write about evil causing the downfall of society. In many cases, authors speak of disgust persuading people to aid in the corrosion of civilization. Christine Sparks famous young, The Elephant Man, William Shakespeares play, Romeo and Juliet, and Mildred Taylors novel, Let the Circle Be Unbroken, all convey the idea that hatred, which develops out of the evil within mans heart, can only lead to destruction. In Christine Sparks novel, The Eleph ant Man, many of the characters express hatred towards a character referred to as the Elephant Man. One of the first characters introduced in the play is Mr. Bytes, the keeper of John Merrick (the Elephant Man). Bytes continually beats Merrick like he would an animal and he uses Merrick to gain money by performing at freak shows. Because of his appearance, society views Merrick as an outcast. Furthermore, Bytes expresses his frustration towards Merrick by beating up the Elephant Man. Another character in the novel named Dr. Treves is a kind, compassionate man. However, when he first meets Merrick, he chooses not to associate with John because of his outward appearance and apparent lack of intelligence. Lastly, we meet Jim Renshaw ... ...judice towards blacks and other minorities was goose egg odd during the 1930s. The protagonist of the story, Cassie, first experiences an example of racial tension when she notices a drinking fountain and cannot drink from it because it is White On ly. Another example of bias occurs when Suzella, who looks white but is actually half white and half black, gets attention from many white boys. However, when the boys find out that Suzella is partially black, they stay away from her. Lastly, societys hatred towards blacks displays itself when a young boy named T.J. Avery is falsely accused of robbing a store. T.J.s imminent conviction shows us that the judicial system, the one thing that should defend peoples rights can be warped according to the way society wants it to be it to be. Therefore, we can conclude that prejudice is yet another manifestation of hatred.

Shopping is a Pastime for Women Essay -- Womens Clothing Clothes

SHOPPING IS A PASTIMEWomens fit out does not bite, but every guy I know seems to thinkit does. If its hanging on a rack or sitting patiently in a storefor someone to handle, poke, or prod, its dangerous. Other adjectivesprovided beneficent by my guy friendsinclude expensive, a waste of time,and unnecessary, proving that men just dont know anything about shoppingand what it means to women.Combing with racks of clothing and looking for the cutest outfitsmay take hours, but many girls feel great satisfaction in doing so.Whenever my friends and I are bored, one of us testament unremarkably exclaim, Letsgo shopping We all get excited and prepare for an intensive day-long outing,usually going to as many clothing stores as we can possibly carry ourselves,or until our wallets become weightless and our plastic gets maxedout. The idea of shopping is social and fun to us. While guys will usuallywalk into a store (even with friends) and rush to find what they need, girlswill often hover aro und merchandise just to enjoy and inspect it. If wedont buy anything and only browse for a whole day, simply looking at newthings is a pleasurable experience and evokes happiness. Beyond clothing,the wonders of accessories, shoes, and interesting foot dcor excite oursenses and spending possibilities.For otherstypically menthe idea of getting off the couch and outof the house incites complete agony. When my younger brother hears the shadow of shopping, he yells, I HAVE A STOMACH ACHE.I CANT GO (unless, of course, you mention Best Buy or MicroCenter). When my colleague hears it, he sternly says, Mary, dont makeme sit in some chair for three hours like last time. (Oops) Shoppingevokes... ...t turns out it was on theOTHER SIDE of the store, exactly where my guy friend said it WASNT.If I hadnt asked, we would have been there all night.Although I dont bank guys will ever truly appreciate shopping andthe obsession many women have with it, I do think that many have cometo hurt with the issue. Its common for my guy friends to not drop theirjaws if my friends and I blow a few hundred dollars in a single day on onlyclothing . . . especially after we point out their latest and most expensiveelectronic purchase. As Adams, (the design director for NBBJ RetailConcepts) states, the char is the decision-maker (229), and therefore,is the primary shopper between the two sexes.Works CitedGladwell, Malcolm. The Science of Shopping. 1996. The Text-Wrestling Book. Eds.Donna LeCourt, et al. Dubuque, Iowa Kendal/Hunt, 2005. 222231.

We Need Nuclear Energy Essay -- Argumentative Persuasive Topics

We Need atomic Energy Minutes ago, the lights flickered, went out briefly, snapped on again. It was a warning. The electricity would last only a few moments longer, and then we would be plunged into three hours of darkness. . . . For the third time today, by official edict, we are taking our turn without electricity. A miners strike has reduced coal stocks almost to the vanishing point, and most of Britains electricity comes from coal (Weaver, The Search . . ., 652). This could become a common occurrence if the United States doesnt use other energy sources besides fossil fuels. Nuclear energy should continue to be used in the United States. Nuclear energy is produced in a thermonuclear reactor. Inside the reactor, uranium undergoes fission. fission occurs when a fast-moving neutron strikes a nucleus of uranium. The nucleus cannot take the extra neutron, so it splits apart, producing an enormous amount of heat. This takes place in the reactor core, which is surrounded by a lar ge quantity of pressurized water that absorbs the heat. This heat is transferred from this water to the water in a steam generator, where it boils water to steam. The steam turns turbines, which produces electricity (Macaulay, 174-9). The main benefit of nuclear energy is the amount of energy within uranium. One kilogram of uranium produces 440,000 megajoules of energy. Coal produces a maximum of 30 megajoules, and crude oil produces 46 (why . . . ). In other words, one pound of uranium can produce as much energy as 12,000 pounds of coal or 1,200 gallons of oil (Nuclear . . . ). A one million kilowatt power station uses 2.3 million tons of coal each year. A one million kilowatt nuclear reactor, on the other hand, us... ...uclear Energy. Three Mile Island Student Research Project. on-line Available http//www.ee.rochester.edu8080/programs/399Projects/TMIStudy/TMIPros.htm The Three Mile Island Accident. Three Mile Island Student Research Project. on-line Available http//www.ee.roch ester.edu8080/programs/399Projects/TMIStudy/TMIIncident.html Weaver, Kenneth F. The bid and Peril of Nuclear Energy. National Geographic. April 1979. pp. 459-493. Weaver, Kenneth F. The Search For Tomorrows Power. National Geographic. November 1972. pp. 661-672. Why Uranium. Uranium Information Centre. on-line Available http//www.uic.com.au/whyu.htm Young, Paulette. Average Price of Coal Delivered to Electric Utilities by count Division and State, 1987, 1992-1996. on-line Available http//www.eia.doe.gov/cneaf/coal/cia/t92p01.txt

Business Plan for a Nightclub Essay examples -- Business Management Fi

Business think for a Nightclublevel 3 plans to be a chain of upscale nightclubs cinch around the middle Georgia atomic number 18as. It is demographic all toldy targeted to middle aged adults ages ranging from 25 and up. LEVEL 3 aims at providing quality entertainment, food and refreshments along with a welcoming environment that impart give our customers a unmatched and entertaining experience.Company OverviewThis company evolved done a partnership on January 19th 2005. LEVEL 3 is located in Perry, Georgia and caters to the surrounding Middle Georgia playing atomic number 18as. The company plans to attract upscale and mature customers whose ages range from 25 and older. LEVEL 3 will be the premier, high-energy themed dance and night club in Middle Georgia. We will provide our customers with live entertainment, quality food and service along with a great atmosphere. We involve to create an intimate setting that will make our customers feel a sense of belonging. Easily managea ble and profitable, this business appeals to customers who want to relax and meet different enjoyable and exciting people. It will capitalize on the ever growing demand for a safe and sophisticated nightclub. Our objectives are to profit on our excellent location in Perry, Georgia, with commitment to the community developments. We also want to maintain tight control of costs, operations, and cash flow through diligent management. In addition, we will maintain a food cost below 33% of food revenue and potable costs below 25% of beverage revenue. Finally, we plan to exceed $3 million in annual sales by the third year of plan implementation. LEVEL 3 plans to put with a highly publicised grand opening event in the summer of 2005. It intends to expand to other cities within Georgia after revenues excel.Product PlanLEVEL 3 will be characterized by the elaborate dance club situated in a spectator setting which comfortably accommodates 350 guests. The area will offer two private sky boxe s and one banquet room which can be combined for use in a meeting or private party setting. Also these rooms are intended for special events and daily use. In order to reach and maintain a unique image of quality, LEVEL 3 will provide attentive and friendly service through a high ratio of service personnel to customers, and will also invest in the training and supervision of its employees. The initial hours of operation will be fro... ...footage than anyone else in the region. A simple, yet unique, themed menu and atmosphere will create a sense of belonging for locals and tourists alike. Our operating credo is happy enthusiastic employees create happy enthusiastic guests. The main objectives of the development of this new venue are Capitalize on excellent location opportunity with swift commitment to the new Town Square development. To launch the venue with a highly publicized grand opening event in the summer of 2001. To maintain tight control of costs, operations, and cash flow through diligent management and automated electronic computer control. To maintain a food cost below 33% of food revenue. To maintain a total beverage cost below 25% of beverage revenue. To exceed $3 million in annual sales by the third year of plan implementation. The keys to success in achieving our goals are Provide exceeding service that leaves an impression. Consistent entertainment atmosphere and product quality. Managing our internal finances and cash flow to enable upward capital growth. Strict control of all costs, at all times, without exception

The Elements of Success: Self Motivation and Self Determination Essays

Self motivation and self determination be the approximately important ways to break through. In this essay I will use, nurture to Read and Write by Fredrick Douglass, The Lonely, Good Company of Books by Richard Rodriguez, Outliers by Malcolm Gladwell, and an interview of Patti Read to argue that self motivation and self determination ar the most important elements to becoming supremacyful. First, I will frame my argument, and then I will incorporate my beginning source, followed by my second source, and then I will have a paragraph that will deal with the opposition, followed up with my final piece of evidence. In this essay I will be identifying the most important ways of thinking about oneself in relationship to the world that can help lead a person toward success. I will first be using Fredrick Douglass, an American abolitionist, orator, and journalist, to show how his self motivation led to his success. Then, I will use Richard Rodriguez, an American writer, to give an exa mple of how the determination to succeed is an important mindset for somebody who wants to live a fulfilling life. Followed up by a paragraph about Malcolm Gladwell, a journalist, author, and pop sociologist, stating the opposite point of view, that success is influenced by culture. Finally, I will use an interview done on Patti Read, a teacher, to give examples of how self determination, self motivation, and hard work have draw her in the very successful position she is currently living in. Being self motivated is an important part to becoming a successful person, as it is shown by Fredrick Douglass through his personal experiences. Douglass, being a young black slave, was not allowed to go to school, but his mistress educated him nonetheless. He states in this arti... ...ple, such as Malcolm Gladwell, accept the point of view claiming that success is influenced by culture. Gladwell uses evidence such as plane crashes that occurred in Korean Airlines and how the culture of the p ilots of the planes influenced the crashes. Gladwell claims that Each of us has his or her own distinct personality. But overlaid on top of that are tendancies and assumptions and reflexes handed down to us by the history of the community we grew up in, and those differences are extraordinarily specific (Gladwell 202). The co-pilot on Avianca 052, for example, did not know how to communicate with the tower in the urgent matter that was needed to tell them that the plane was out of furnish and the need to land immediately. Because the co-pilot did not make clear the urgency of landing the tower did not let them land, resulting in the crashing of the Avianca.

being there Essay -- essays research papers

Being There is the story of Chance, a simple gardener turned American media hero. He seems to complete nothing but television and gardening. His thoughts and judgments are products of television and his gardening experience. Yet through his simple mild mannered shipway he unintentionally becomes the centralize of Americas business news. The author of Being There, Jerzy Kosinski said To read a novel is to charge for real life. Fiction doesnt change anybodys life, it merely hints at the different ways of looking at oneself, at others, and at society Since Chance was not able to read, television shows were his novels. Television was his practice for real life.Television was like a mirror for Chance. Chance felt, by changing the channel he could change himself He was able to imagine himself to be people on television. I believe this is why Chance was able to put on the appearance he had even if it was unintentional. His appeal and gestures were all products of TVs influence. With th e help of the old mans suit, Chance passed for a wealthy business man without even trying or knowing. Having no meet with the outside world growing up, television was Chances only hint of what society was like. By flipping through the channels, Chance noticed the different ways people would interact with each other. Television provided him with the hints of different ways of looking at people and society. ...

Bad Debts and Uncollectible Accounts Receivable

When we own a business, we hope that all the customers who get goods or service from us will pay in full. But in fact, a certain percentage of customers will default on their obligations. We need to consider this part of money to balance sheet, so that we report them as makeup off bad debts.Account receivable We recognize Account Receivable from two different parts. 1) Service Organization, we record a due when it provides service on cypher. 2) Merchandiser, we records receivable at the point of sale of merchandise on account. knotty Debt Expense chthonic GAAP, when we sale goods or offer service to customers, we recognize the gross as gross sales Revenue on Income Statement- even the customers dont pay immediately. When we cant collect the receivable money, we have to report an expense to offset the revenue which we reported at the beginning of sale or service. This is the so called Bad Debt Expense. In other words, seller records losses that result from extending credit as Bad Debts Expense.Methods of Accounting for Uncollectible Accounts There are two methods to record the uncollectible accounts. 1) Direct Write-Off. But it is theoretically undesirable. 2) Allowance Method. It is much better. Companies estimate uncollectible accounts receivable. wherefore debit Bad Debts Expense and credit Allowance for Doubtful Accounts. Companies debit Allowance for Doubtful Accounts and credit Accounts Receivable at the time the specific account is written off as uncollectible.Write-offs First of all, we need to decide a specific amount for the uncollectible account. For instance, we decide $1000 debt is uncollectible. Secondary, we decrease the Account Receivable by $1000. We also decrease the allowance for doubtful account by $1000. So, at the beginning we have $20000 for the account receivable and $2000 for allowance, then it falls chain reactor to $19000 and the allowance would drop to $1000. Then the net account receivable is still $18000 the same as beginning . Eg Bed Debts Expense 1000Allowance for doubtful accounts 1000Balance Sheet Approach Under the percentage of receivables basis, management establishes a percentage relationship between the amount of receivables and expected losses from uncollectible accounts.

Quality Management Tool

Abstract Quality management, cognize also as flavor control, is a system utilized by all types of bloodes all around the world. This type of management system has the ability to assist any type of organization suffer consumers with the best product and/or service possible by managing its activities, this points to an increase in its usefulness and productivity. Through the many types of systems used for quality management, a demarcation canful monitor and measure the quality of its products and/or services being offered to consumers.An effective quality management system helps a business to increase its belligerent edge, increase its organizational development, highlight its customer satisfaction, and more. Total quality management tools embody specific items an organization can use to evaluate the success of the process. roughly mutual total quality management tools include Pareto charts, scatter plots, flowcharts, and maneuver plats. Each one allows for a specific review o f a companys operations. Companies can use these tools together or individually, depending on the scope of a companys total quality management.Managers have a variety of tools and techniques known as the Seven Management and Planning Tools, my paper leave highlight the Tree diagram. The seven new management think tools are a ring of tools that arose stunned of Japanese innovation in the post-World War Two period. They were popularized through the publication of the book Seven New Quality Tools for Managers and Staff which became available in English in 1983. These tools were popularized in the United States by the consulting firm GOAL/QPC, and have been used by a number of firms since 1984 to improve their quality planning and improvements efforts.Many organizations formally combined these tools into policy deployment activities. Although these tools are no longer truly new tools they are, nonetheless, commonly used by businesses and are still valuable to todays managers, there of managers should, familiarize themselves with these tools. The seven tools provide managers with improved capability to make better lasts and facilitate the implementation process. The tree diagram is a tool to map out the paths and task necessary to complete a specific project or reach a specified tendency. To omplete the diagram starts with one item that branches into two or more, each of which branch into two or more, and continues. It resembles a tree, with trunk and lots of branches. This tool is used to minimize extensive categories into smaller detail points. Developing the tree diagram helps you move your thinking step by step from generalities to specifics The Tree Diagram can be used in many different situations such as when an issue is known or being alloted in broad generalities and you must move to specific details, such as when to develop lucid steps to achieve an objective.It is also used when developing actions to carry out a solution or other plan, when analy zing processes in detail, and when probing for the root make believe of a job. To successful build a tree diagram a team can be established to recommend steps to solve the problem or implement the plan. Everyone should agree on the main goal before beginning. The main task involved and accomplishing the goal is very important. The procedures used in the diagram are to develop a statement of the goal, project, plan, problem or whatever is being studied.The content of the diagram will vary based on the goal of the project. For example an organization focused on improving workforce management would base there diagram on the issues related to improving human resources. As we are all aware human resources holds the key to sustained quality improvement. Consequently the human resources department must be a first-class quality organization itself. It can accomplish this by applying total quality management principles to its own internal operations and design human resource practices for support a total quality- orientation.The tree diagrams as fairly simple and routine, but business owners and managers must have a certain level of experience to complete decision-tree related to finance. Decision trees typically require certain knowledge of quantitative or statistical experience to complete the process accurately. Failing to accurately understand decision trees can lead to a distorted outcome of business opportunities or decision possibilities. Decision trees normally need internal and external information concerning the business and its operating environment.Owners and managers have to be able to gather the simple pieces of information to accurately measure the opportunities listed on the decision tree. It can also be challenging to include variables on the decision tree, eliminate duplicate information or relay information in a rational, steady fashion. Owners and managers must also descend whether the decision tree should represent dollars, percentages or a comb ination. The inability to complete the decision tree using only one set of information can be somewhat difficult.While unfinished information can take complications in the decision-tree process and abundance of information can also be an issue. Owners and managers can create a paralysis of analysis, where these individuals face too much information when making a decision. Instead of making a decision and progressing the companys legation or vision, owners and managers spend more time looking at decision trees. Decision trees can require more analysis than other analysis methods and delay down the decision-making process ConclusionQuality Management System according to ISO-900120 in place in an organization is always a good idea, simply because it will give you many advantages such as complying with an increasing number of customers requirements for a Quality Management System, besides improving your organizations business management system, your organizational feat and increasin g the global recognition to be able to compete in the markets. Companies depend on their customers and therefore should understand current and future customer needs, and should acquire customer requirements and strive to exceed customer expectations.By incorporating the management tools it allows a company to identify the root causes that hinder its ultimate goal of quality and implement solutions to address those problems. References (Second Edition, 2004 Excerpted from The Quality Toolbox, 2nd Addition) (E, 2008 Managing for Quality and Performance Excellence) (http//www. wisegeek. com/what-are-the-different-types-of-total-quality-management-tools. htm) (Covey, 2004 The 7 Habits of Hightly Effective People Covey, Stephen R. Simon & Schuster Inc. )

A Successful College Student Essay

Successful concocts accomplishing or achieving an aim or a end, a purpose. A College is an educational institution which can gain knowledge by students. Student can further their education at college after graduated from high drill or secondary school. Student is the one who is storying at a school or a college, and student can also defined as a learner. College student can take any courses that they are interested in a college or university.Students who choose to further their study in college is the more or less important steps to being success, and triple-crown college student is start from choosing the correct subject, which is the student wanted or interested in the subject. But a portion of the students are studying the subject that their parents want them to study, but not the subject that they want. Choose the correct subject is the first steps of being success, so you mustiness(prenominal)iness fight for it, because you are allowed to decide your future. There are a lot of types of student in the college, different types of student energise different kind of goal or aim.But most of the students goal is to be a roaring college student. To be a successful college student is not that easy, some of the students think that personate well result in their academic is consider a successful student. , but this idea is definitely wrong. A successful college student does not mean the smartest in the class, the best result in academic student, the term success means success in various aspects. A successful student must set realistic goals and targets to motivate themselves.Although goals must be challenging but must be realistic, do not set the goals which are impossible to achieve. Goals should be measurable and specific, better to include a deadline for accomplishment. Short-term goals or small goals is easily to complete and can be accomplished quickly. Short-term goals can be set by monthly, weekly, or even tough daily, much(prenominal) as hand in assignment on time, do extra exercise, or tame in a new chapter and etc. However, a student must have the act and behavior like a student in the college.At college, some of the students attend to class late or refuse to attend class, especially the subject which cannot forbid student to the final exam. The successful student must attend every class on time, unless have forgivable reason. Next, unafraid student should be sit in front of the class, listen every word from lecturer and try to generalize it. Students should not be afraid to ask when befoolt understand on something, if student is having difficulty on study can of all time take advantage of the tutoring session, it is useful and beneficial to student.Besides, prepare before the class started and take the note down when the lecturer is explaining, then limited review after class, do more than just listened is one of the tips to become successful. Spend around 30-45minutes to review all the notes which have been take n in the class, and try to understand concepts instead of memorize all the details, use the shortcut learning skill in study, because successful student must work smart but not work hard. And then, hand in all the work that given by the lecturer on time, because successful student ordain take responsibility for their education.They dont even waste a minute with doing nothing. To become a successful college student must learn on time dealment. Properly manage the time between study and also caper time. Set a weekly schedule which contains study time, fun time, sport time, and also family time. Although sometime we have not enough time for us to do what we want to do, but we must give a little time for our family, even though a period of dinner time. Study is very important to a student, but the over study will lead to the worse situation.In fact, dont forget to relax from the challenging study, take a short break between study sections, and have a good rest for further journey. Fu rthermore, good looking is not the must, but good dressing is the must. Student must have the look of student, not to get in like a hoodlum, they should always get ourselves neat and clean. Have at least one time bath everyday to keep ourselves clean, and wash and change the clothes everyday, do not wear alike cloth in two days. Otherwise, keep ourselves health is also one of the steps to be a successful college student.Successful student should always keep their energy in high level, for instance, have 8 hours sleeping time for everyday, keep doing exercise everyday or at least 4 days in a week. Dont always skip meal with the reason busy or no time to eat, eat tierce meals a day is the must and eat well with healthy food but not fast foods. To maintain a healthy lifestyle, a successful student should always have the positive mind thinking and stay free from drugs and also alcohol. Drugs and alcohol will affect our wizard and slowed our reaction, in long-term, our brain will da maged.Communication skill is the worse skills of student nowadays, student do not know how to communicate with each other, they communicate well with using online chatting, email or sms, but not proper speaking with each other. Successful student must be good in communication and genialize skills. To emend the skills, involve yourself in different kind of activities, such as become member in a club, join conjunction, and etc. Moreover, involve yourself in the ingroup can train your leadership, leadership is very important, because he or she carries the risk of whole group.Besides that, friendship can also be create on the camp activities, all of the student will work together and help out each other to complete a mission that given by tutor. While they are completing the mission, the solving skill of student has been trained. Communication and participation skills will be improved when accomplishing a mission or an activity, because they will discuss to solve the problem that f ace by them together. Camping really brings a lot of advantages and it helps students to gain extra skills, create a large social network, which might lead student to become successful.The good activities are good for us but must not involve yourself in illegal activities such as gambling, fighting, stealing and etc, it might get you in to trouble. Study is good but not just concentrate on it only, try to have fun during college, but fun time and serious time must manage wisely, not too concentrate on study and left out community and time for fun. A suitable reward for the hard work of many nights are needed to a student to relax our stress and refresh our messy mind.Conclusion, tips to become successful college student have been mentioned on above. Although no one is perfect, but every students have to try their best to achieve their goal, which is to became a successful student. Finally, a successful college student must have a good behavior, even you are a talent, good behavior is very important, because how you treat people, is the same way how people treat you back. The last tip for student is learn how to learn, because a great education is one of the most important things in our life.

Should the minimum age for alcohol consumption in India be reduced?

Dear Honorable Prime MinisterAustralia call it 18, Canada call it 18, Argentina call it 18. Why non India? I am writing to you to express the views of many Indian citizens under the age of twenty-five as the new law implemented by your political relation declares that the public consumption of inebriant by anyone under the age of twenty-five is illegal.If new-made adults in India at the age of eighteen are entrusted with the right to allow in a bullet for the country the right to vote for whom they believe should be a potential leader of a billion multitude the right to subscribe to their life partners, why shouldnt they be allowed to buy and consume alcohol in their social environment?Your government claims that the new legislation has been implemented because young adults are not responsible enough, and that keeping them away from alcohol at this tender age will help them lead a better life. In the eyes of your government young men aged 18 must be kept aloof from the tempta tion of alcohol. But should not the statesmen of our country believe that the forbidden fruit looked sweeter and more luscious to our mother Eve completely because it was forbidden?Your government should take a precept from what happened in America in 1919 when the 18th amendment to the U.S. constitution implemented such a ban. Quoting S. B. Duke and A. C. Gross (1993), if consumption of alcohol was reduced, it wasnt by much the costs of enforcement, in money, corruption, crime, disrespect for the law, alcohol and related poisonings far exceeded, by virtually anyones measurements, the tiny gains in alcohol control.1 in my opinion such a measure is only going to boost the sales of alcohol. What happened in Gujarat is evident. The state with a prohibition saw an upsurge of alcoholism, and the climax came when hundreds of people died after consuming poisoned pot liquor in 2009.Thus prohibition does not serve anything. Old dogs can indeed learn new tricks. Law experts like advocate S wapnil Kothari said that the age barricade is ludicrous, arbitrary and suffers from a vague interpretation of wisdom of youth. 2 And so far being responsible is concerned I believe that province comes with experience, realization, and social maturity, not just age. Legend has it that force hardly succeeds in giving desired results.It would be foolish to deny that India with its vast population of 1.15 billion, invoice for 17.31% of the worlds population, has, unfortunately, been witness to an increasing alcohol-related death rate per year. However, enacting a law where young people of age 18 can be intent for chugging a glass of beer, or downing a shot of vodka in a pub is hypocritical because at the same age, here in India people are allowed to start their own enterprises, which include permission to open a club or bar, and work in them. If young adults, as bartenders are allowed to crook vodka and whiskey bottles in fancy clubs, serve people alcohol all night, but not allowed to take a small sip of what they are serving, is that not hypocritical?If denied permission to drink in public, young adults under the age of twenty-five will not only perceive alcohol to be a forbidden fruit, but also be eager to bite into this forbidden fruit, as they want to see what has been kept away from them. This zeal may lead young adults into committing serious criminal offences, they may buy fake licenses, or bribe bartenders as well as police Do we really want the youth of India to indulge in such criminal acts, just for alcohol? A wide consideration should be given to the carry on of this restriction on the 18 year olds when they start drinking stealthily to escape the consequences of being caught. Wont this sneaking out be harmful to their behavior and morale?In a country where so many rapists are not convicted killers are not sentenced jails are jam-packed and murderers are left scot- free, do you really think putting them into jail for such a relatively mediocre c rime is an appropriate judgment? It is important for young adults to be copen with their limitations but by rising the age limit so high does nothing but trigger the curiosity, inquisitiveness and craving for this forbidden fruit.We know young adults drink alcohol anyway, but what is your government doing to help them out? How are you controlling young adults from turning up highly intoxicated to parties? If your government fears excessive drinking at the age of 18, why is no support being provided? What your government can do is install CCTVs in liquor stores, and call harsher punishments for alcohol vendors for serving alcohol to young adults of age 18.According to your government an 18 year old can get married, in that case would the spousals get raided as the couple picks up a glass of champagne to celebrate? Why are 18 year olds barely allowed to their right to immunity of choice and responsibility of their own body and mind? When an 18-year-old woman has the right to marr y and beget a child, what stops her from taking a sip of liquor to enjoy the first birthday of her child? Does not the age restriction look absurd in such a case?It is time the politicians still that prohibition, unless backed by strong and relevant data, does not serve any end sometimes the reverse may just occur.1. http//www.albany.edu/wm731882/18th_amendment_final.html2. articles.timesofindia.indiatimes.com Collections Alcohol

Palm Island in Dubai

The laurel wreath Islands be artificial islands in Dubai, United Arab Emirates on which major commercial and residential infrastructure will be constructed. They are being constructed by Nakheel Properties, a property developer in the United Arab Emirates, who hired Belgian and Dutch dredging and marine contractor Jan De Nul and Van Oord, some of the worlds specialists in land reclamation. The islands are the palm tree Jumeirah, the Palm Jebel Ali and the Palm Deira.Each settlement will be in the shape of a palm tree, topped with a crescent, and will have a large number of residential, leisure and entertainment centers. The Palm Islands are located off the bound of The United Arab Emirates in the Persian Gulf and will add 520 kilometres of beaches to the city of Dubai. The first two islands will comprise approximately 100 million iii-d meters of jolt and guts. Palm Deira will be composed of approximately 1 billion cubic meters of rock and linchpin. All materials will be quar ried in the UAE.Among the three islands there will be over 100 luxury hotels, exclusive residential beach side villas and apartments, marinas, water theme parks, restaurants, shopping m all in alls, sports facilities and health spas. The institution of the Palm Jumeirah began in June 2001. Shortly after, the Palm Jebel Ali was announced and reclamation work began. The Palm Deira, which is planned to have a surface area of 46. 35 strong kilometres, was announced for development in October 2004. Construction was originally planned to take 1015 years, but that was before the impact of the global credit infatuation hit Dubai.The Palm Islands are artificial peninsulas constructed of sand dredged from the bottom of the Persian Gulf by the Belgian company Jan De Nul and the Dutch company Van Oord. The sand is sprayed by the dredging ships, which are guided by DGPS, onto the required area in a process known as rainbowing because of the arcs in the air when the sand is sprayed. The outer( a) edge of each Palms encircling crescent is a large rock breakwater. The breakwater of the Palm Jumeirah has over seven million tons of rock. Each rock was placed individually by a crane, signed off by a diver and given a GPS coordinate.The Jan De Nul Group started working on the Palm Jebel Ali in 2002 and had finished by the end of 2006. The reclamation project for the Palm Jebel Ali includes the creation of a four-kilometre-long peninsula, protected by a 200-metre-wide, seventeen-kilometre long circular breakwater. 210,000,000 m3 of rock, sand and limestone were reclaimed (partly originating from the Jebel Ali Entrance Channel dredging works). There are approximately 10,000,000 cubic metres of rocks in the slope protection works.The first thing comes to my mind about all the wonders of the world is the amazing ability of the engineers and architects involved in their constructions to come out with something which finally turns to wonder of the world. I also think that they might be make to let people from all around the world know about the rude or state where they are situated. Let us take Dubai as an example. This UAE state became so significant when we talk about superb modern construction since the launching of its famous Burj Al-Arab, a luxurious 7-star rated hotel.Then the name of Dubai perpetually becoming well-known with numbers of modern constructions especially the unbeaten worlds tallest building,the 162-stories Burj Khalifa with 828-meter height which is almost twice the height of our Petronas Twin Tower, and also the unbelievable Palm Ireland. The Palm Ireland project was firstly thought as something impossible by some groups of people but the credibilities of the project planners are now proven with its accomplishment. The amazing ideas of constructing these nutcase stuffs had drastically brought Dubai to worlds attention and this is a big bonus to its tourism sector.Hence, wonders of the modern world can be said as the tourist attraction to the country or state where they are situated. However, sometimes I do feel that its such a tragic obsession when Islamic countries and states like Malaysia and the famous Dubai are spending too much money on these constructions while Muslims in many regions of the world are suffering from the violence of the Jews. So, I think it should be a limit for these crazy projects and let us start focusing the nations wealth to show our concern to Palestinians and all discriminated Muslims from various countries.

Human Resources Task Essay

First, we gravel in to ask what put to death estimates be. They be The identification, measurement and management of human implementations within an organization. (GOMEZ-MEJIA, 2010) Performace assessments are popular and used macrocosm wide to measure personal and squad performace. Performance management has change magnitude with the gripping economy and having less to do much. coachs take a leak al centerings thought of best carrying out, yet a pitifully scripted performce appraisal has a devistating impact on the employee, the double-decker, and the political party.To daylight we testament discuss the negative affects of a poorly written appraisal and the positive affects of an legal written appraisal. We testament c everywhere the steps to ride, the education to include, and the expected end results of the appraisal.Covering the core competencies is minute, they include Inclusiveness, Stewardship, Problem solving and Decision Making, St esteemgic Planni ng and Organizing, Communication, Quality Improvement, Leadership, Service Focus, and group cause.So, are apprasials needed?Absolutlythe appraisal agreement identifies and take cares we retain the best employees. It gives an outlook of who brush aside best do what, and where best to utilize them. It ensures they reach their highest potential within the alliance. It allows managers to provide coaching and feedback to the employees so they can improve performace levels in identified areas.Affective appraisals inhibit value and victimisation of employee act. On the other hand, they may be a source of exclusivelyified legal documentation resulting in discussions or termination.Performance appraisals are critical when it comes to our clients, their survey comments are a source of manager documentation that allows a solid source for a well written employee appraisal. Our customers are our business, and without them our company would fail. (Levinson, 2003)Bonuses are also dependen t on appraisals as they provide a fair and reliable merit system. Employees are evaluated on the exact homogeneous criteria. Target goals are found on executing and results, and are measures of expectations applying to all employees equally. Discrimination is also avioded as the employee (or group) is able to write their own successes down and have the ability to ensure they represent themselves as the best employee (or police squad up up) who deserves the highest (or lowest) recognition.Employees have to check over the value in the appraisal system, and if the managers dont display that value whence the system fails. As managers embrace the system and its value, so too pass on the employees. This entrust lead to stronger performances as they take willpower in their own success.In short, Performance appraisals that metre, inhibit accountability, reduce conflict, increase efficiency and consistency, and enhance manager involvement in overall performance. They allow th e employees to have a direct clarification of expectations, performance level, self-assessment of performance, and a clear idea of where they need to improve to attain their and the companies expected level of satisfaction. The company then benefits through time management savings, accountabiliity of managers and employees, accuracy in appraisal places, increased productivity, employee retention, and increased communion of expectations.PRE-APPRAISALCollecting accurate data and documentation (D&D) allows an employee/supervisory program/manager to pull in a solid performance appraisal. The day the employee is hired, two(prenominal) positive and negative D&D begins. How you collect D&D is up to you as a manager, but normally it is collected use emails, feedback from team up members and the employee, performance reviews, status updates from different projects the employee is working on, knowledge of work scope, communication skills, customer feedback (when used appropriately), wo rk attendance, and finally taking your own nones. These forms of communication and D&D collection will provide for the infallibleinformation in writing a firm and accurate performance appraisal, benefiting the company and the employee.It is principal(prenominal) to know how and what is measured on a performance appraisal quality and quantity of work performed, and social efficacy are examples of what is to be measured. (GOMEZ-MEJIA, 2010) Performance will certainly differ subject to occupation description and team objectives, yet company business goals will not differ and relevance between the ii must correspond with one another. This is a serious tool for management as it has the potential of corrupting a respectable performance appraisal systemNow lets address the social part of what should be in a performance appraisal. An easy way to approach this is to ask what needs to be communicate? Areas and information might include development intervention, establishing organization al mechanics and progression opportunities. Its a must to discuss policy initiatives in order to reign company results. Using self-assurance, diverse assistance, joint ventures, area amalgamation and development will assist in the electives and results we are pursuing as a company. feel back to prepare for the emerging minimizes and avoids common mistakes, benefiting all members.The following military rank tools help prevent negative impacts using the pre-appraisal evaluation relative, absolute, trait, behavior, and outcome. Lets take these one at a time and strengthen our understanding of each.Relative a supervisors tool used to compare employees one to another that perform the same work. An example of this is to classify employees to different categories of top, middle, and lowest then from best to worst. It forces supervisors/managers to rank employees differently quite than equally (ranking employees the same, in effect, inulls the value of the appraisal). The downside is it also forces a unlikeness in performance between employees when in that respect may be none.Absolute employee performace appraisals are according to company standards only. Supervisors s a better opportunity of a higher(prenominal) rating than that wherethe relationship isnt as strong with use a rating system from 1-10, lowest (1) to highest (10). The downside is that supervisors differ on who should be a 6 and who should be an 8. No consistency exists between supervisors. Personal favorites referable to a strong bond between employee and supervisor haanother employee.As with all companies, supervisors variety show leaving the favored employee at a disadvantage because his next appraisal will not be based on the relationship he/she has with the supervisor. honor in the appraisal system then go aways questionable. Trait consistent and enduring traits of the employee are judged by supervisors. These traits include reliable, dependable, pro supple, diligent, great leaders, and great followers. Keep in thought that these are easily defined but hard to find in employees. The downside bias occurs wheather intended or not. By virtue it is, unfortunately, unusable in a legal case if requested by the courts.Behavior this is tool takes time to prepare as employees are ranked based on employee participation in events or meetings, and timeliness to attend such events and meetings. Appraisal comments are very tangible and exact, but essentially are only illustrations of optred behavior. They measure from 1-10, poor (1) to exceptional (10), and allows employees to assertain which behaviors are favorible and which are not. The downside is because the comments are illustrations of preferred behavior, the actual behavior is perceived rather than authentic. Also, when company changes happen, its possible the change can cancel the measuring system of the appraisal.Outcome employee result focused appraisal tool. This tool can be compaired with the Management By O bjectives (MBO) system. There is litheness in rating the employee because bias is eradicated, a clear well-defined standard is set as a measuring tool and allows the employee to achieve the companies objectives. The downside is this tool focuses on output rather than quality and includes areas like production numbers, and quantity not quality of products sold. If you have produced or sold 2,500 shirts in one day, but the seams in half the gross sales are defective, you cost the company more than money than you made it because now you have to replace those defective orders.Now lets cover which evaluation method a company recognizes for their performance appraisal method. There are 2 common models used competency, and 360 form.Competency Model a model used to measure plain qualities and characteristics employees display in successfully performing job tasks. A great deal of time is spent developing this model, but once complete it is effective in meausuring and developing a sustai nable human resources, products, and financial areas within the company. The downside is there is a fineline between personality and performace traits. Supported forms of discrimination are not what a company wants in their performace assessment tool.360 Degree Model more of a global approach to measurement. It provides feedback to managers and administrators to review in determining objectives and goals a companies work components can work towards. This feedback consists of peer evaluations, subordinate evaluations, employee evaluations, employee interactions, and company performance from all viewpoints. Each pertinent to the performace objectives the company is attempting to attain. Employees want to promote within their division or company, and in order to do that they must have a clear and direct goal to follow. Employees may be strong in certain tasks, and faltering in 1 or 2 others, so too are companies when evaluated. Identifying the weak areas and addressing them head on, the employee and company are destined to succeed. The 360 decimal point model gives a clear view of where the company stands with reaching their goals and objectives.POST APPRAISAL ACTIVITIESNow that the appraisal is complete we are done right.wrong, we steady have to create a stick out for improvement and development for the employee. This is called the post appraisal activity as we are now working on make a ripe employee a great employee. Important during this time are the supervisor/manager records of the employees precise performance. Employee participation is critical as they may discuss how they perceive theirperformace to be, allowing the supervisor/manager to develop a plan of continued growth based on both parties feedback of each objective.In order to attain a higher level of efficiency and sustainability, a proper evaluation proccess gives the needed information for this success. In order for progress to proceed, its imperative that we look back at lessons learned fr om our performance appraisal system. It gives a snapshot of where changes are required to minimize past faults, and imperious in developing an action plan.Distinct and diminutive actions plans are imperative for employee comprehension of objectives and goals. As adjustments are identified and made, the action plan is created and offered for immediate action. They must be inspirational, measurable, specific, and attainable so as to promote compliance for success. Results are key and relevant to action plan success of company goals and objectives. Modification and time bound, these goals must be effective during implimentation.Now we need to close the plan once its been finalized. Performance appraisals are implortant to the employee because they want to calculate if the supervisor/manager has the same vision of their performance as they do. It is important to the company because they want to have the best success with the best employees, this is a way of measuring that success and making changes where necessesary to ensure that happens. Its important that the employee be an active member of the closing of their performance appraisal as this is a time to celebrate their succcesses and action plan for increased success. It also gives management the opportunity to school in the employee that they are a valuable asset to the company and want to ensure they succeed at all levels. An bi-annual review of the action plan allows both the supervisor/manager and the employee time to make adjustments where needed to ensure the path to success is achieved.Its my root onation that we use the 360 degree model as it offers more of a snapshot of where we are, where we need to be, and an action plan to get there. This model offers the greatest opportunity for a prosperous resultin our employee and companies success. I recommend a review of our current performance appraisal system be completed by the Human Resources Department with changes being presented to the Board of Dire ctors within 45 days. Finally, I recommend annual training to our supervisors and managers starting immediately within 30 days to ensure they are up-to-date should these changes be implemented. The training will ensure that the staff is in strict compliance with the guidelines are equal for everybody. Communication is key to this being successful as it minimizes the opportunity for error.FEEDBACK MISTAKESWould you agree that employee development is extremely important? Of course it isyet one of the faults a manager makes is they fail to provide timely performance appraisal feedback to the employee throughout the year. The employee has no way of improving in key areas because the manager has waited until the end of year performance appraisal to provide the feedback. This is an injustice to both the employee and the company as the employee now feels victimized, or targeted and becomes self-justifying in their response and actions. DO NOT WAITif you do the only feedback you will have o n the appraisal will be negative because there was nothing the employee was aware of that needed improvement. Providing feedback throughout the year will balance both the positive and negative comments (hopefully more positive than negative). As the employee receives this feedback throughout the year, it reassures them that their manager and company have their best interests at hand, and that the feedback is to ensure they succeed to their fullest potential.A successful employee is a successful manager, something that must be emphasized in Managers meetings. I cannot stress full how important that keeping notes on employee performance throughout the year is critical. Far too often, the most recent of events will bear the greatest of weight on a performance appraisal, I call this Overstating Performance reviews. The problem with this is it appears that the employee was only successful toward the end of the appraisal period, making it look as though he did not give that 100% througho ut the rest of the year. This lack of leadership and understanding of the importance of the performance appraisalsystem leads to reviews of imbalanced assessments. This is an injustice to the employee and undermines what the performance appraisal system is created to do. It has a high probability that average employee performances will receive exceptional reviews, and exceptional employee performances will receive average reviews.Unfortunately when this happens it becomes a time period based performance appraisal instead of a yearly review, and there is no time period where we have exceptional employees all the time it just doesnt happen Keeping notes throughout the year allows the manager to systematically create a timeline of events that leads to an accurate and fair performance appraisal. It is up to the manager to ensure accurate employee performance reviews are conducted, and note taking throughout the year is critical in writing accurate re Being too critical on employee perfo rmance appraisals is not rehabilitative criticism.Negative comments are a form of constructive criticism when given in moderation employee inclusion is critical when devising a plan of correction for self-improvement. Likewise, being too critical is detrimental to employee morale as they feel they are worthless and cannot perform to the standards set by their manager. We want the employee to understand that they are valued, and critical to the success of the company. Being able to salute this while giving negative feedback takes time, skill, and an understanding of an employees limits of self-worth. We need to know our employee and how we can help them be successful without being too critical, yet still being constructive. It is imperative we maintain an open line of communication to make this happen.So we know that being too critical is negative in itself, so too is not providing the constructive guidance for employee improvement. Constructive advice must have value, and insure the employee feels and sees the legitimacy in the employee appraisal system. It is important that they know we want to see them succeed and promote within the company so they can feel pride and self-worth. When they see the value constructive criticism has in the appraisal system, they see a future the company has to offer. Being critical is good, but being critically constructive is better. The manager needs to know that when they provide constructive criticism, they must hold the belief that the employee is capable of making necessary changes to besuccessful. The employee needs to know that applying the constructive criticism displays their abilities and desire to remain and promote within the company. quite than being too favorable or damaging, it should be our goal as managers to give an honest assessment allowing the employees to understand and increase in value what the appraisal has to offer also increases the opportunity to be successful.The appraisal should offer an equall y balanced assessment of what the employee is doing correct, their accomplishments, what they need to work on, and (if any) failures with lessons learned. Again, taking notes will allow for an equally balanced assessment that guarantees to promote success with the psyche employee and the company. Finding value in the performance appraisal takes interaction between the manager and the employee, not just the manager talking. Both the manager and the employee need to be able to talk and listen, creating an environment of trust, understanding, responsibility, and accountability. The appraisal system is not designed to be a unidirectional discussion. Employee interaction is not only pertinent to a successful appraisal, but also necessary for understanding underachieved job performance. Two-way communications is required for both parties to attain common goals and realizing the importance in achieving those goals in the upcoming year.This two-way communication requires that the manager be prepared ahead of time by reviewing his notes from the previous year, listening to the employee and not just appearing to be in the same room, and not interrupting the employee when he/she is talking. Proper scheduling is very important, because you want to allow yourself enough time to read over the review, listen and communicate with the employee, wrap up the review once the employee has left, prepare for the next review by going over your notes on the incoming employee, then do it all over again. If your schedule does not allow for extra time, one employee Smiths appraisal information is sure to be mixed with employee Wrights appraisal information. This would be a drastic oversight as a deserving employee may receive not so deserving results.Scheduling a break between reviews will minimize this risk preventing a miss rating of employees. As we identify a problem in the performance appraisal process, managers must focus on the employee and not the performance, (GOMEZ-MEJIA, 201 0) as this allows the manager to be objective. The employee needs to know their manager is more concerned fortheir individual development. Keeping that two-way communication is instrumental to a successful relationship, appraisal, and success of the manager, employee, and the employee then takes possession in their success, and personal and schoolmaster growth. Employee performance is what we are looking for allowing the employee to actively discuss future goals builds trust between the manager and the employee. The employees future success is up to them, and taking an active component in setting achievable goals for the upcoming year they are also able to communicate possible solutions to current performance levels.HOW TO ACHIEVE PEAK deservingPerformance appraisals are usually divided into two separate categories Performance evaluation and salary judgement. (GOMEZ-MEJIA, 2010) The supervisor/manager provides feedback from the performance review so the employee can better compre hend the cooresponding performance score they attained. Relative advice is needed for employee understanding and compliance.During the performance appraisal, the supervisor/manager must become a mentor to support, teach, encourage, and turn on employee and team members while providing guidance. If the employee/team believe in their abilities, they are more likely to adapt and overcome. As a supervisor/manager, its critical that you everlasting(a) the skill of giving guidance in a positive manor to develop their performance . Supervisors/managers want their employess to display passion, drive, skill, and belief that they are the best serve to ensure optimal results. When the employee is assisted by his manager to move them above his position, then the manager becomes a pronounced leader and is the foundation to a companies readiness to endure trying times.A managerial assessment is required on the staffs performance. It concentrates on providing appraisal feedback for administrat ive conclusions. Next, managers must recognize and deliver advice/feedback for the action plan with a emphasis on proficiency expansion. This process needs to involve the employee as they generate the prosperous results creating thecompanies success. In the closing phase, the manager and employee discuss the action plan, its timeline, and their successes.All performance appraisals should be the same across the board, meaning there is no change based on position or repute within the company. Once the performance appraisal and action plan are offered, they must be signed by both parties with the understanding that they are both in agreement with the appraisal, the action plan, the timeline, and have a new found commitment to working as a team to reach the anticipated result.THE BENEFITS wherefore is it necessary for our employees to succeed? Because their success is the companies success, its the only time we benefit. With the employee and manager on the same page and working together for a common goal, it aligns their actions with the goals and objectives of the company. Our companies future depends on how much time and energy we invest in our employees.Image is everything (so they say) and when we can display successful employees, then we have the image of a skipper organization that invests in its future through its employees. Employee turnover rate reduces with a successful appraisal system in place, experienced managers, and professional employees. All these contribute to production increase, contractural agreements met, and customer/employee satisfaction.As an employee takes interest in the success of the company, they are able to relay their panegyric through great customer serve well and word of mouth (creating that positive image). Largely the internal philosophy and image of the company improves, profit margin increases with lowered revenue loss and is the iodin most significant stock we as a company must invest in.EVALUATIONS OF TEAMWORKThere are different approaches to teamwork evaluations these are a fewManagers rate team performance centered on pre-set standards, also known as the Traditional performance review. Team performance assessments can be idiosyncratic, creating very teensy-weensy change, if any, in total performance. Another evaluation type is called the 360 degree assessment, this type includes feedback from what I like to call the 4 corners managers, peers, supervisors, and customers. This type of assessment, or review, displays strengths and weaknesses based on thorough feedback from a 360 degree 4 corner view. Unfortunately there is a drawback from this type of multi-source assessment, deciphering the information requires education and training.Once the information is properly interpreted, then performance growth sprouts like fruit on a tree. (AMISANO, 2012) A third type is called objective performance appraisals. This type takes a set of pre-determined objectives and goals and evaluates them based on simil ar job titles. As this is effective in Individual performance appraisals, it has no bearing on team performance appraisals. The concluding evaluation selection is a team performance appraisal. This assessment type allows you to have an overview of team compatability and performance in a team building environment. This type of evaluation consist of common principles, team effort, and actions achieved on the project. (AMISANO, 2012)Team evaluations are based on financial results, not individual performance results. This type of assessment takes a different approach in that you now are rating based on vital performance indicators likeCustomer service quality food market successFinancial strengthIndividual growthTeam growthProduct deliverable qualityThese areas, as deemed by leadership as necessary measurement factors, can include other areas as ratified by the appraising authority. All approved areas are used in evaluating the team as one entity and how that team functions.Its importa nt for you to know that there are two sections to team evaluations1.The individual contribution to team performance2.The team performance as one entityOutcomes, traits, and behaviors are the areas a manager uses to assess the individual contribution to the team, and behavior measurement assessment for individual involvement to the groups outcome. (GOMEZ-MEJIA, 2010)This is another system that needs to be in balance when evaluating. For example, we would not use the same standards of measuring financial goals as we would with customer service approval/fears. (GOMEZ-MEJIA, 2010) Its imperative that the result measurements compliment the measurements of the method. Results are important, but strong personal relationships are what drive team performance to success. A new team will not assess the same as a veteran team that has built a relationship of trust, knowledge, and teamwork. It takes time, education and training to be a successful team member, this is where the team assessments c ome to play. They assist new members in becoming solid team performers in a limited amount of time. These team assessments are essential in ensuring that they swiftly align with company goals and standards while minimizing undesireable behavior.Criteria influenced by team members must be united with assessment measurements to be effective. Team performance appraisals are specific, calculable, achievable, outcome determined, related, and time assured. Every team member provides feedback to management during their assessments, this is called team inclusion. Team goals must be prioritized by importance as it provides a timeline of tasks forthcoming, and allows focus to be shifted where needed. Teams are a relationship that must be nurtured prior to being effective.As break throughs arrise, team members are able to adequately adjust and apply changes necessary to avert disaster and solve the issues. This is important because minimal time is spent on a damaged processes and channeled to product progression.Downside to team assessments are that some members of the team who are not as productive and not pulling their weight, receive acculades on project milestones when in essence they ought not. Employees prefer individual performance appraisals because of this reason. Their work ethics and sacrifices are who they are, and to be judged by somebody elses is an injustice that depletes morale and professional development.RECOMMENDATIONDue to the amount of explore completed, I feel confident in recommending the use of the 360 degree appraisal model to impliment integration of the individual performance appraisal with the individual contribution to the team appraisal and an overall team performance appraisal. Allowing the combination of appraisals ensures accurate assessments of all employees and how they performed as a team.Following previously mentioned tools, supervisors and managers will utilize all feedback from employees, customers, and individual notes to accurate ly evaluate the employees. The employees will evaluate their individual performance, they will evaluate their team members performance, and be evaluated by each of the team members resulting in a 360 degree evaluation method. This becomes critical as it separates individual assessments from team assessments so credit is given where credit is deserved.Team performance evaluations are also recommended to use the 360 degree appraisal model. A 360 degree snap-shot view allows the manager to see team performance and functionality from all angles. It exhibits if the team is aligned with company goals and objectives. Utilizing the following evaluator approved evaluation areas, we are able to include the finance department, customer service department, Marketing department, and the quality assurance department in the feedback stage of the assessment.Customer service qualityMarketplace successFinancial strengthIndividual growthTeam growthProduct deliverable qualityWith feedback from all thes e sources, including the managers notes, we will create a service line to revisit when measuring growth. An precise blueprint minimizes risk TEAM V. INDIVIDUAL ASSESSMENTSParameters, Objectives, Results, RecognitionThe differences between Team performance evaluations and individual performance evaluations are simple.Individual evaluations require an individual to be hired, provided a job position that comes with a job description with job responsibilities requiring accomplishment. As managers we then have a baseline of the job description and responsibilities, by which we can then evaluate their performance in accomplishing (or not) said job. After which we rate that performance by comparison to another employee with a similar or same job title. The result is a direct reflection on the employees individual performance. He/she takes ownership of their evaluation without fear of other employees mis-deeds.Team evaluations have pre-set conditions approved by the evaluation team and alig ned with the company goals and objectives for a determined project. Generally team performance is a result of team member effort, and therefore performance (good or bad) is reflected on the rating of team members. Evaluation results differ based on team member abilities, training, self-reliance, knowledge, and communication.It only takes one bad apple to spoil the harvest, meaning if one team member fails at their part of the relegation, the whole team looks bad and receive a disearning review. On the flip side the other team members may be skilled enough to overcome the one team members incompetency and still complete the project on time, underbudget, and to the customers satisfaction. In this case the whole team most likely will receive a great review, including the employee who did not succeed.While the most common appraisal is an individual performance appraisal, companies see the benefit of using team power to complete assign tasks. As this team-oriented change happens, havin g team performance evaluations on hand has given us an unfair advantage as we now have a baseline for future team performance evaluations. We know what works and what doesnt, we know what to look for and what to avoid. We have the tools required at our disposal to ensure our team performance evaluations become flawless. Having said that these evaluations tools can easily be imprudent in a way that causes caos and frustration among team members. That is why it is important that my previous recommendation be taken seriously and implemented immediately.As for recognition, Individual performance evaluations are subject to bonuses, salary increases, and promotions. Team performace evaluations are trickier, but not impossible. If my recommendation is implemented, it becomes a lot easier as we then can include individual contribution to the teams success (or failure) rather than to the team as a whole. Imagine the conflict that would take place if a team failed to successfully accomplish a task because of one team member, and because of that team member they failed to receive recognition for their individual successes. drumhead ANALYSISPerformance appraisals1.Improves the development and overall performance improvement of the employee 2.Aligns employee performance with company strategy3.Defines and aligns strategic readiness for the employee to emulate (GOMEZ-MEJIA, 2010) 4.Justifies legal action (termination) due to documentation, as well as promotions, bonuses, and raises. 5.Promotes a professional imageProgression Planning1.Needed for future stability2.Removes fear, instability and uncertainty when leadership changes 3.Delivers our company mission and strategic priorities (GOMEZ-MEJIA, 2010) 4.Investment is with our employees, and therefore with the guaranteed future of our company.Team Appraisals1.Teams identify issues and initiate change for faster resolution (GOMEZ-MEJIA, 2010) 2.Increased productivity as less time is spent identifying an issue and a resolutio n implemented 3.Production progression is amplified4.Teams are an investment as society and the environment dictate change 5.Teams are what make progression planning a success.We owe our stakeholders and ourselves to remain professional, profitable and ethical in our business and personal lives. It is only right to invest in those who invest in you, and that is what our company is dedicated itself to accomplish. Their investment in you guarantees their investment in the companys future. It is a obligation we can accomplish using the proven tools providedstrong performance appraisals creating better employees, a progression plan with strong teams to ensure results and growth. Increased revenue is due to the tools we have in place it is due to customer satisfaction, increased profit margins, employment gratification, and a riveting public image projecting International qualityWorks CitedAMISANO, C. (2012, OCTOBER 17). METHODS FOR EVALUATING EMPLOYEE & TEAM PERFORMANCES. Retrieved Octo ber 17, 2012 GOMEZ-MEJIA, L. (2010). MANAGING HUMAN RESOURCES, SIXTH EDITION. INDIANAPOLIS prentice HALL. Levinson, H. (2003, January). Management by whose objectives. 81(1), pp. 107-116.Univeristy of California, B. (2012, October 24). Human Resources at University of California, Berkeley UC Regents. All rights reserved. Berkley, UC. Retrieved October 24, 2012, from Core Competencies and Behavioral Anchors http//hrweb.berkeley.edu/files/attachments/behavioral-anchors-matrix-core-competencies.pdf

Admiration

I love my p arnts, but I personally admire an American leader, Steve Jobs. In my opinion he was the topper CEO of Apple and of course the most famous. As you know he is no longer alive, so far his accomplishments are still remembered by people worldwide. In fact Jobs was not an easy person to drill for by that I mean he had a temper and many people found It backbreaking to work with him, but they still did This was because he was an absolute genius and his subordinates knew that he would make the company thrive.Many people, Including me dont actually care about his attitude problems since his Inventions are fantastic. SYNC has named Steve Jobs the most Influential person of the last 25 years. Thus, he Is also my hero and without him I would never have been able to play games with the touch screen, learn to music, take photos and make phone calls on the same device. It Is clear that Steve Jobs had an undeniable passion for what he did. cacoethes Is to make a difference.Such pas sion Is well established as one of the key ingredients in the worlds most successful businesses. Its something I eve come to actively look for to become a successful individual. As a result, stilettos is always the basketballs for seking 4 success There are some leaders who are great because of their charisma while others are famous for their intelligence. Steve jobs is a perfect example of this It is a disconcert he died at such a young age, I think he could have helped ordination much more with his inventions but I guess that was his fate.

Marx Theory of Alienation

ive, luxuriant people use the poor as commodities. He also let offed that the profit that owners earn is not correctly distributed to the nation as a whole. Marxs Estranged Labor and Private Property and Communism explain the alienation of the laborer caused by private property and how it will bring the downfall of capitalism. Marx believed in fabianism which is a perfect life for all the individuals.In ancient times, people would live in caves and depended on reputation to survive and fulfill their everyday needs. However, with time world modernized, people moved on and notes became the of import aspect of everyones life. In order to stay in power, money is very important. People cast off more value to money than themselves because money is what makes a persons value. Money can corrupt happiness even though people spend most of their lives working for others.Peoples need changed overtime, they comprise happiness in new things as the world modernized, unlike before their ne eds were satisfied by nature. In Marxs work he briefly pointed out what a man should really be by differentiating between animals and human beings. What makes human beings different from animals is that animals cant think like human race as Marx said, for it draws only what it immediately needs for itself and its young (Estranged Labor, pg. 275).Unlike animals, humans have conscious and ability to produce many things by themselves as Marx explained, he makes his life activity itself the object of his will and of his consciousness (Estranged Labor, pg. 276). earthly concern are creative. Therefore, human life has a purpose for man and in this intellect he is gratis(p) and universal. Marx argued that human nature is nor good nor evil but dialectical because humans external objects which were plant, animal and picnic became into food, clothes and heating.Marx illustrated that confused man is the opposite of the productive man because a mans soul is to produce and create. Therefor e, an alienated man is the man whose soul and existence are split, which describes that he works not for producing but for money and others. Money is a very important aspect in both the worker and the capitalists life. According to Marx, the real foundation of alienation is private property. The affiliation between the worker and the capitalist is be in the capitalist society. A worker has not

Individual Food Intake Essay

After using the food assessment tool at www.choosemyplate.gov I found that my daily white plague of food was not sufficient for maintaining a healthy lifestyle. many of my goals were not achieved or were overachieved. This assessment revealed an imbalance in my eating habits. Like many Americans I am on the run and constrained by time. Going to school and working fulltime often forces me to eat pronto and make hurried choices. Often my choices atomic number 18 not in my best health interest to a greater extentover rather based on what is steady. When I have time, I tend to try to make break off eating decisions but this is not sufficient for a good diet.In accordance with the forage transfer Pyramid I fell short in many areas of indispensable consumption and went over in other areas. For the three day period I went over in grains (14.5 oz.) and over in proteins (10.5 oz.). I was insufficient with vegetables (1 cup), fruits (3/4 cup), and dairy (1 cup). What I found disturbin g was that the bulk of the items I went over on was not balanced across three days but was instead committed on angiotensin-converting enzyme to two days of the tracker. This means that on one day I had reached limits. This could be seen clearly on the third day and specifically with regard to lunch and my numbers jumped dramatically.I believe that I consume to reshape my diet around the six classes of nutrients. The six nutrients include1. Water2. Carbohydrates3. Proteins4. Fats5. Vitamins6. MineralsEach of the six nutrients is necessary in varying degrees in the body. Using the Food Pyramid I can identify the levels of nutrient intake and thendesign my diet in accordance with balancing these numbers. For example, I eat a banana each day but this only provides me with a portion of the fruit intake I pauperism and thereby cuts down on the vitamins and minerals I receive. By increasing my fruit intake I can add-on this number but this is only part of the solution. I need to add m ore variety of food which testament better encompass the wide range of nutrients needed. For example, strawberries and blueberries could be added to my diet and this would increase antioxidant intake as well as vitamins such as C.It is not just fruit intake that would need to be altered in this way vegetables and meats also need to be examined. The intake of kelvin vegetables would help to increase vitamin A, foliate, and iron, among other essentials. By expanding my varieties of foods I can incorporate this into my diet, as well as the elimination of certain types of foods could be used to increase nutrient intake such as removing the fast food burger in lieu of leaner fish which contains higher levels of Omega 3 and better tonicity proteins. Leaner meats that do not require heavy cooking also require less animation for the body to process and provide more useful calories.By modifying my diet in accordance with the Food Pyramid, I believe I can become healthier. The key is to d etermine the different foods that I will need to incorporate into my diet and to find the quantity that balances my caloric intake. For this I will need to do some research because I still need my diet to be somewhat convenient as well as nutritionaryly balanced.I believe it should also be mentioned that the level of fats that are taken in should be monitored as well, because almost a third of my diet was empty calories which had no nutritional value. There was also a very high sodium intake and my saturated fats were over the limit. These issues present tense many long term concerns which need to be addressed. This diet failure also explains my feelings of fatigue and my desire for illnesses. My body has simply not been receiving the nutrients and levels that it needs to properly function. By watching these numbers I should be able to increase energy and make sure that my future health is strong. I also need to watch what I consume because my mother has had colon cancer, so the healthier I eat thechances are less that I will contract that cancer.ReferencesContemporary Nutrition, WileyPLUS, iProfile

Language is a loaded weapon Essay

Language is that hit the hayledge held by native speakers which, combined with the affair of expressive faculties, enables them to communicate in spoken and written forms. Language is creative it provoke create atm i. e. harmony, strife and war depending on how we drill it, and the intentions of the user. Man is a complex being each individualistic made so by unique & common experiences, which colour non only our reception/ cognizance and interpretation of data unless also influence our delivery.The way people deliver a nub can alter the way we work out, our under get uping, perception, or approach. Language can be utilize honestly or dishonestly. To convey truth or to pervert truth, to persuade, to convince, to control, to unite, disunite, to make something clear or to mystify. Language is the tool we use to communicate. Its not just words it includes N. V. C (Non Verbal Communication, signals that we give out in the way we stand and move our body). Some interpretation o f language is done at a subconscious level, instinctively.When interpreting the encoders message we consider his/her motivation. What ar they trying to achieve? i. e. The way in which someone is listening or watching can indicate to you whether or not they are interested, disliking or are bored with what you are saying. You notice this on a subconscious almost subliminal level. If you are the encoder you adjust the way in which you speak so as the receiver decodes your message properly and doesnt misunderstand what you start said.For manikin if you shout at someone they whitethorn get the impression you are angry with them, however you may have raised your voice to ensure they can hear you. To decode successfully many different aspects have to be considered about the encoders background, culture, belief system etc, over and above their motivation. Tone, pitch, volume, intonation, speed, hesitation, accent, emotion, even hormones, whole affect both delivery and reception. Hence language is not a neutral tool it is inadvertently biased in thousands of ways. All mankind is guilty of this fault.A clear example of this is propaganda, mass media, semipolitical persuasion, even the way history is written. For example in The Mirror after the September 11th incident, they produced a front page with the mind My son the hijacker. The way this title is worded makes you sympathise with the Mother, and shows us that the hijackers where not just people that had nothing to live for and no family, merely people that had families. The sub coping to this title was I did not bring up my son to hate he was a good, kind, young man not an evil killer. This brings reality to the fact that you think you know who and what type of person your son/daughter is, but then a tragic thing like this happens and you find out that perhaps you dont really know who and what your child is really like. Another example that language is a loaded tool is in The Suns October 4th paper, on page 11 there was a heading Scouts leader let boy, 10, die on ariseain. Your first reactions and emotions to this title are anger, hatred and spite towards the detective leader for letting a 10-year old boy die on a mountain.You then construe on, to find out that the leader left the boy unsupervised at the rear of the group as they descended Mount Snowdon. This headline favours the boy, where as if the paper were writing in the favour of the leader you would perhaps have a heading more along the lines of A young boy strayed on the descent of mount Snowdon, slipped and fell 500ft to his death. This is an excellent example to show that Language is a loaded weapon this shows us that by simply changing the way in which this title is worded, creates a whole different perspective to the article.It can persuade you to feel sorry for the family of the boy and hatred towards the scout leader or to show reflexion to the leader that the boy may have strayed from the path himself, slipped and fallen. Therefore language can be used to manipulate what you feel and in some ways is used to control you. Newspapers tell you what they think you should know not what you would like to know. An example of this was in the Daily Mirror 13th January 1996 page 7. A heading and its article entitled Gulp took up nearly the whole of the page compared with a little encase in the left hand corner which had the heading Girls-raped by gang of 14. When a few old age later a similar thing happens to a boy this gets front-page news with the title of A fearless gang rapes boy, 19 from The Sun. The way these articles have been positioned and the amount they have had written on them manipulates what the mass media wants us to know. The way the second article is written shows us that the media try to control what we think.The heading itself creates a smoke of emotions even though his age is given as nineteen, the word boy is what immediately grabs your attention and causes your imagination t o see a small child rather than a young man. Therefore taking in to consideration all these examples you find that language is not only a loaded weapon but is also one thousand ways biased. It can be used to manipulate what we think and what we think we know. We are told what to think and not asked to think about what we are told.

Hrm – Motivation and Performance

2. Why is valet de chambre resourcefulness management in general and employee motivation in particular, critical to get alongance yet challenging for private instructors? How coffin nail managers ensure that they encourage a motivated ex moveforce? Using articles from literature and practical casings develop plenary answers to these questions. In todays corporate environment, there is little room for managers to become nonchalant nearly their critical determination in an organisations growth and development. piece Resource Management (HRM) is an innovative concept that is beingness employed by businesses all over the world as a measure to re principal(prenominal) competitive, or achieve greater competitive advantage, in their measureive industries. This essay depart discuss what HRM is generally musical theme to be and involve, and why it is so essential at this point in time for organisations to adopt as an essential part of their business strategy. Employee motivatio n is a critical aspect of HRM as it relates to employee performance and then overall organisational performance.The hardships confront by managers when trying to implement strategies for employee motivation will be observed, as will the strengths and weaknesses of some possible approaches to obtaining and maintaining a motivated bunkforce. The Importance of HRM. M whatever organisations have observed the growing hold to implement good HRM practices that atomic number 18 continually updated and improved. Broadly defined, HRM refers to activities undertaken to attract, develop and maintain an powerful workforce at bottom an organisation (Samson & Daft, 2005).When we break down this definition into its distinguish elements, it send packing be seen that HRM is extremely complex and involves more dimensions including, hardly non limited to, competitive pressure, changing social contract, the labour market, new ways of operative and stakeholder engagement (Barsky, 2006, Lectur e 7). These elements all play a major role in determining how effective an organisation is in its respective field and how it reacts to changes in its competitive environment. Kramer, McGraw and Schuler (1997) assert that in more new times, competitive advantage is obtained by how an organisation manages its human esources (HR) as opposed to its management of information engineering or strategic positioning. The Australian Federal Police (AFP) are a prime guinea pig of an organisation who have been able to effectively integrate positive HRM practices in order to work towards an organisational remnant of having a safer country by reducing heroin intake to the point of a draught, as well as obtaining a high rate of employee satisfaction (91%) recorded in 2003 (Way, 2004). It is organisations who strive to knuckle under their employees opportunities to further develop and add to their skills base that are seen as advantageous leaders throughout the economy. yet research has shown th at effective HRM has a positive impact on organisational performance, including higher employee productivity and tenderer financial performance. (Delaney & Huselid, 1996). Ultimately, by managing HR effectively, employers are able to ensure that employees are reasonably satisfied with their job and will in turn strive to achieve their best for their respective employer. Employee motivation in relation to HRM. Behaviour of any kind is often motivated by some force, be it internal or external.Motivation provokes intensity and persistence to pursue a certain course of action (Samson & Daft, 2005), and is a key aspect of a managers role in ensuring that their workforce continue to do their assigned jobs well and productively. Barsky (2006) emphasises the concept that motivation involves a few key aspects. Individual asks create a desire to realize these involve, behaviour is characterised by much(prenominal) need, and rewards ultimately gratify individuals. Finally, feedback is u sed to determine if the actions undertaken to satisfy particular needs were appropriate and can be employed again at another time.Because motivation in the workforce involves employees, it can be directly linked with HRM. Such linkage suggests that all managers, particularly HRM managers, play a vital role in ensuring that their workforce remains motivated. There are several approaches to managing motivation. Samson & Daft focus in particular on four agreed approaches including the traditional, human relations, human resource and contemporary approaches. Traditionally, m unmatchedy was seen as a great form of motivation, whereby workers were paid based on he quality and quantity of their work outputs (Samson & Daft, 2005). The human relations approach regards social factors as more important than monetary values, while human resources is an extension of this approach stating that employees themselves are of great importance to an organisation and can make valued contributions toward s performance. to a greater extent recently, the contemporary approach is divided into content, process and reinforcement theories and tends to cover all of the above aspects of motivation in greater depth with even more emphasis on employee contribution.If employees are not motivated to perform for their respective employees, an organisation can suffer from poor productivity and an overall despondent atmosphere. Sandstrom Products, a paints and coatings manufacturer, were faced with such a problem when employees began to feel as if they had little or no say or control within the organisation. Leo Henkelman had started out in the mooest job in the plant but had gradually worked his way up to a higher, more respected position of mill operator.However, when he do suggestions for improvement, his ideas were met with little enthusiasm from higher management. He was no longer motivated to perform productively for Sandstrom and became open-hearted in his work, as did many a(prenominal ) other of the companies employees. Needless to say, productivity and reachs declined and Sandstrom were forced to change their managerial processes to allow for a more open, placeworthy relationship between employee and employer. Such a change gave Henkelman the respect he craved and now says that it would be difficult to work for another employer (Whitford, 1995).Challenges of employee motivation for managers. Perhaps one of the most difficult challenges a manager can face when motivating employees is the reality that people disagree not only in their ability to do but also their will to do (Hersey & Blanchard, 1977). It is not easy to define exactly what will motivate different people to do certain jobs, for example some people are motivated by money, power, recognition or other incentives such as extra holidays or sick-leave, whilst others are motivated by a more socially responsible need to help others.It is up to management to determine what those motivations mogul be for the people they have hired and how they might fairly and adequately utilise them in order to gain trust, reliability and increased productivity from their employees. The main idea is that organisations offer inducements and employees offer contributions (March & Simon, 1958). So by offering employees something that they want or need, employers expect to observe positive inputs from their employees.It is in determining what inducements to offer that can make or break an organisation. Many organisations are faced at some point in time, with the challenge of changing existing processes and procedures because they are no longer working as effectively as they should. When trying to increase motivation, there are many factors that need to be taken into consideration. Organisational goals are the foundation on which such changes should occur however a careful look at an organisations HR and motivators is by chance secondary to this function.Steve and Dianne Warren, co-owners of Katzinger s Delicatessen, tried to implement a change to open-book management involving sharing financial rewards with employees if performance improved. However, the fact that many of their employees were young and not connected to a long-term career with Katzinger meant that they believed they could do little to change productivity in the short-term. Thus, motivation was low because the Warrens had not clearly looked at their HR to see what their wants and needs were (Hofman, 1998).Ensuring a motivated workforce. There is no set way to ensure that an organisation will have and be able to maintain a motivated and effective workforce. There are however models for prescribing what peoples needs generally are such as physiological, safety, belongingness, esteem and self-actualisation (Samson & Daft, 2005). Abraham Maslow (Wallace & Szilagyi, 1982) placed the above needs in a hierarchical structure with physiological needs at the bottom followed respectively by the four other prescribed needs.I t is generally recognised that lower-level needs should be satisfied before higher-order needs. When basic needs are fulfilled, other needs emerge and tend to change the motivation and behaviour of an individual. As we reach the higher-level needs we tend to see a gigantic difference in a soulfulnesss motivation to work and achieve well. Physiological needs are perhaps the simplest needs to provide for, as this is directly related to monetary units, or how much a person is paid for their work.As we move higher however, it becomes more difficult for managers to pinpoint exactly what to provide for employees in order to satisfy higher-level needs. For many people there may be a slight skewed as to the order of their needs based on personality or the particular field of work they are in. Fortune (1985) discusses several business men and women who are typically motivated by differing desires such as listening to client needs, monetary rewards in the form of commissions, the idea that they are helping others, or the need to learn from a current situation that is not particularly idyllic.A good manager needs to be able to tap into such motivators and apply them to their respective workforce. CEO Rob Rodin of Marhsall Industries was extremely criticised by colleagues and friends when deciding to remove a commissions based pay program for his electronic distributions corporation in 1992. Instead, he introduced profit sharing whereby everyones salary was the same percentage based on company performance. Rodin says that productivity per person has almost tripled, and the system is more right today than it was six years ago. plenty no longer mask real results by shipping early in order to fitting quotas or rearranging costs from quarter to quarter so as to make budget. He also believes trust has developed immensely because everyone is there to help each other, not make a large profit for themselves (Colvin, 1998). Rodin carefully looked at his company and was able to see that there was no sense of teamwork or function within Marshall Industries, and that by providing the opportunity of profit sharing he was able to promote a sense of equity and fairness within the organisation.Ultimately, a companys capability in recruiting, genteelness and keeping top-quality employees is a complex process that involves much analysis and continual assessment. HRM is the field from which motivation stems and relates to any aspect involving people within a workforce, and a motivated workforce is a key strategy in obtaining and keeping elite employees. Motivation must therefore be viewed as highly important by any organisation that wishes to keep productivity high and maintain a strong position in the economy now, and in the future.References Barsky, A. , (2006). Managing People and Organisations, Lecture 7, The University ofMelbourne. Colvin, G. (Aug 1998). What Money Makes You Do. Fortune. Vol. 138, Iss. 4 p213. Delaney, J. T. , Huselid, M. A. (1996). The Impact of Human Resource Management Practices on Perceptions of Organisational Performance, Academy of Management Journal. Hersey, P. , Blanchard, K. H. (1977). Management of Organisational Behaviour UtilisingHuman Resources, 3rd ed. , Prentice-Hall. Hofman, M. (1998, July).Everyones a Cost Cutter. Inc. , p116. Kramer, R. , McGraw, P. , Schuler, R. S. (1997). Human Resource Management inAustralia, 3rd ed. , Longman. March, J. G. , Simon, H. A. (1958). Organisations. New York Wiley. Samson, D. , Daft R. L. (2005). Management, 2nd ed. , Thomson. Wallace, M. J. , Szilagyi, A. D. (1982). Managing Behaviour in Organisations, Scott,Foresman and Company. Way, N. , (2004, 2-8 September). Feds Democratic Revolution, Business Review Weekly. Whitford, D. (1995, June). Before & After. Inc. , pp. 4450.